Anita Kelley Law reviews severance agreements and employment contracts for employees. Review before signing can help identify compensation, release, confidentiality, restrictive-covenant, cooperation, reference, and deadline provisions that affect the employee’s choices.

Items a review may address

• What compensation or benefits are offered and when they are due
• Claims the employee is being asked to release
• Confidentiality, non-disparagement, cooperation, return-of-property, and reference terms
• Noncompetition, nonsolicitation, intellectual-property, or other post-employment restrictions
• Review and revocation periods, especially for age-discrimination waivers
• Whether negotiation is practical in light of the employee’s goals and leverage

Do not assume the document is standard

The same clause can have different consequences depending on the employee’s position, claims, compensation, and future plans. Preserve the complete agreement and attachments, the offer communication, prior contracts, compensation records, and the date received.

Official information and related resources

• EEOC guidance on waivers in employee severance agreements

Common questions

Should I sign a severance agreement before legal review?

Signing can waive claims or impose continuing obligations. Review before the deadline helps an employee understand the complete exchange and decide whether to sign or negotiate.

What does a release of claims do?

A release identifies claims the employee agrees not to pursue in exchange for the promised consideration. Its scope and enforceability depend on the language and governing law.

Are age-discrimination waivers subject to special rules?

Yes. Federal law imposes specific requirements on waivers of Age Discrimination in Employment Act claims, including review and revocation provisions in covered situations.